The Future of HR: 10 Strategies for Every Human Resources Team

I ran across an INC article titled “What Does the Future of Human Resources Look Like?” I thought it was an interesting read, in particular the last paragraph where the author talks about job title changes. Their takeaway is that moving from job titles like chief human resources officer to chief experience officer signal a change in the profession.

I’m not sure that I agree with that. The candidate experience and employee experience have always been a part of HR. Maybe we didn’t call it the same thing. Or give it the same priority. But it’s been there.

I do believe though, articles like the INC one should prompt HR departments to have dedicated, intentional conversations about their function. Not simply what policies and programs do we want to implement in the year ahead, but where do we see ourselves going and is our work supporting it. To offer some perspective, here are a few of the most popular posts from HR Bartender that relate to the human resources function.

An increasing number of HR departments are designing analytical roles. Knowing these three-key metrics in HR predictive analytics may be useful.

If human resources departments want to evolve, they need to look at their own individual competencies. We talk a lot about department mangers making an investment in people. HR departments need to invest in themselves. Here are a few places to start:

The SHRM Certification is based on the competency model for human resources pros. Alex Alonso from SHRM explains the value of SHRM Certification.

I’ve said it before and I’ll say it again. It’s an exciting time to be in human resources. We have a tremendous opportunity to bring real and positive workplace change. It won’t be easy, but it starts with having a clear vision of our role in the organization. Then developing strategies to support it.

Reader Interactions

Comments

Here we go again! Changing titles = the technique incompetent human resources people use to deflect their inability to perform. Rather than fix the problems, change the title of the job. THATS the problem – the title was wrong. As since I have screwed up, that screw up will go away with the new title.
Having worked with a lot of companies, large and small, the human resources people need to realize that the constant glitzy title changes are the source of not only amusement, but contagious laughter among most senior managers. Rather than building greater credibility in the function and the title, let’s run away from it and call it sometime else. Human resources has been playing this game so long that many corporations have just lost any respect for the function. Chief “experience” officer???? I had to spend quite a while belly laughing over that one. Get real HR folks, do the job, do it well, build respect and competence in your title and function. Don’t create so much stink you have to run away from it.

Sorry, you are incorrect. I have spent far too much time consulting/talking with HR folks to find so very many consumed with “new” titles. I know of at least five who are now “VP of Human Capital”. You really think ” talent acquisition specialist” isn’t a bit laughable? (Unless you work for American Idol) How about HR Business Partner? So much in vogue today. Isn’t every manager a “business partner”? It is a ridiculous title, as if saying it made it so. Did you every hear of an accounting or quality or engineering or marketing “business partner”. Most functions have had the same title for 50 years. Other functions change the method of operation, not the title. You don’t have to wonder why most senior managers are really questionning what HR does and what is their value. HR responds by not adapting/changing their methods, but by becoming a moving title target. Just one more comment. Have found too many HR executives worrying about lobbying and politicking for the “seat at the table” rather than doing a better job/better way at the basics.

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Hi! I'm Sharlyn Lauby, an HR pro turned consultant. I created the HR Bartender blog so people would have a friendly place to discuss workplace issues. And since, over the years, I've developed an appreciation for the culinary arts (translation: I'm a foodie) you'll see some of that here, too. So pull up a stool and order your favorite drink... the bar is always open.